Publication
La Cour suprême du Canada tranche : les cadres ne pourront se syndiquer au Québec
Le 19 avril dernier, la Cour suprême du Canada a rendu une décision fort attendue en matière de syndicalisation des cadres.
Mondial | Publication | December 17, 2021
Many believe the looming ‘Intent to Resign’ risk facing employers (explored in our last paper) originated in the pandemic.
In many countries, employees have now spent up to two years working at home, or in a home/workplace hybrid model.
More time alone due to restricted in-person interaction with family, friends and work colleagues has prompted people to reflect on their lives; broadly asking themselves whether they are in the right job, career, relationship, friendship circle, home, city, state or country.
In combination with increased opportunities for alternative employment and a perceived shift in the employee/employer power balance, many employees now seek work which better suits their new life vision.
A recent Randstat survey1 encompassing Europe, Asia Pacific and the Americas found that “another surprising trend has emerged” from the ‘Great Resignation,’ calling this trend the “Great Enlightenment.”
Randstat says this ‘Great Enlightenment’ has arisen due to the “unprecedented disruption and uncertainty brought on by the pandemic.”
As a result, employees have “profoundly altered their perspectives and desires” and:
A contemporary PwC Australia survey2 concluded that “the pandemic saddled employees with additional domestic responsibilities, families living on top of each other, blurred work-life boundaries, stress created by the volatile nature and prolonged uncertainty of the pandemic, concerns about job security, and the relentless pressure on frontline and essential workers.”
Unsurprisingly, the PwC survey participants ranked employee wellbeing high on the list of their needs and expectations. The top employee “preferences based on what they want from an employer” were:
In early 2021, an IBM survey across nine countries3 concluded that “if executives want to retain top talent - particularly Gen Z and Millennials – they will need to understand employees’ evolving expectations, motivations, and aspirations.”
When IBM asked more than 14,000 respondents to rank “what employers should offer to engage employees” the results were:
Employees are clearly looking for “more than compensation from their employers.” However, IBM noted some generational differences in regard to compensation, with “only 29% of Gen Z” indicating “competitive salary and benefits were key to their engagement”, in contrast to 49% “of those over 55.”
Forbes Human Resources Council members were recently asked4 “what are jobseekers looking for in a potential employer right now?”
In response, leading HR Executives on the Forbes Council said5 that employees:
This paper has examined the ‘Great Enlightenment’; why and how employees have rethought their relationship with work. It is noteworthy that flexibility, health, wellbeing, and work-life balance are prominent employee needs.
Enlightened leaders will absorb this information, but they will also want to discover whether the needs and wants of their employees (and potential new hires) match the results outlined above. The pandemic has created the catalyst for leaders to re-examine prevailing paradigms and policies, re-imagine their company culture, and envision how best to align with existing legal requirements which govern people strategy6. This discovery process will be explored in our next paper.
Publication
Le 19 avril dernier, la Cour suprême du Canada a rendu une décision fort attendue en matière de syndicalisation des cadres.
Publication
Le budget 2024 propose d’élargir la portée de certains pouvoirs permettant à l’ARC de demander des renseignements aux contribuables tout en prévoyant de nouvelles conséquences pour les contribuables contrevenants.
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L'impôt minimum de remplacement (IMR) est un impôt sur le revenu additionnel prévu dans la Loi de l’impôt sur le revenu (Canada) (la « Loi ») auquel sont assujettis les particuliers et certaines fiducies qui pourraient autrement avoir recours à certaines déductions et exemptions et à certains crédits pour réduire leur impôt sur le revenu fédéral canadien régulier.
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